Embracing Change Resources for Visible Minorities

Introduction

The Task Force on the Participation of Visible Minorities in the Federal Public Service made clear in its Action Plan, Embracing Change in the federal Public Service, that we must remove the barriers that prevent talented members of the Visible Minority community from fully contributing to the life of this country.

The public service must be driven by the principle that what an individual can do on the job matters more than his or her race or colour.

Since the government's endorsement of the Action Plan's considerable progress has been made in recruiting, developing and promoting Visible Minorities, however, there is still some way to go if we are to fairly represent the cultural and social diversity of all Canadians within the public service.

There have been significant milestones achieved since the Embracing Change Action Plan was adopted in June of 2000.

Progress

When the Task Force undertook its work, the rate of external recruitment of Visible Minorities was approximately 1 in 17.

By 2000-2001, it was at 8.1% or 1 in 12. And, according to data for our latest reporting period 2001-02, the number is now around 10% or 1 in 10. This is a significant improvement, nevertheless, it is still far from the Embracing Change benchmark to reach an annual rate of 1 in 5 for external recruitment and management development by 2003. And to achieve the same 20% rate for entry and acting assignments into EX feeder, as well as entry and acting assignments in the EX group, by 2005.

The challenge is still greater for recruiting visible minorities at the executive level. In 1999, of a total of 298 new executive appointments; 19 were visible minorities, or a rate of 1 in 33. Based on the most recently published data, the ratio is now 1 in 26.

While senior and middle management, HR specialists and other stakeholders continue there efforts, here are some of the activities Visible Minority employees are involved in and can do to help:

1. Work within your organizations to support and promote action;
2. Work within your departments to ensure equity and diversity are integrated into how your department does business;
3. Bring issues forward to management;
4. Support each other's career development through networks; and,
5. Promote the sharing of successful practices within your department.

Practical Tools for your Public Service Job Search

• Careers in the federal Public Service
  For information on careers in the federal Public Service or to view jobs open to the public, visit the Public Service Commission's website.
  
  
• Public Service of Canada: An Exemplary Workplace
  The federal Public Service is Canada's single largest employer with a wide array of career opportunities. Find out more about why the public service is an employer of choice.
  
  
• Visible Minority candidate inventories
  The Public Service Commission maintains Visible Minority candidate inventories in various regions across the country. Managers and HR Specialists can access these inventories when looking for qualified Visible Minority candidates.
  
  
• The Canadian Information Center for International Credentials
  Your foreign credentials should not be disregarded. You may be able to obtain your Canadian equivalencies here.
  
• "Why Should I Self-ID?"
  Self-Identification is an important opportunity for both designated group and non-designated group employees to stand up and be counted. Self-Identification is an important human resources planning tool that helps employers to build a more representative and inclusive workforce.